What They Do

We asked Stryker Corporation to explain what they do. Here is what they had to say.

We are one of the world's leading medical technology companies and offer a diverse array of innovative products and services in Orthopaedics, Medical and Surgical, and Neurotechnology and Spine, which help improve patient and hospital outcomes.

Perks and Programs

We asked Stryker Corporation to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

We strive for wellbeing: Our interactive wellbeing program called Strive for Wellbeing has many components that encourage and help our employees to live healthy, happy lives. Strive for Wellbeing includes free biometric screenings, free flu shots, personalized wellbeing coaching and a variety of activity challenges that appeal to people in all stages of their wellbeing journey. The program uses a social media interface where participants can track their progress toward their health and wellbeing goals, sync their activities to their fitness device and share their experiences with other participants. Participants in the challenges earn points and receive incentives for each level they achieve. The program incentives have a total value of $825 for employees and $225 for spouses/declared domestic partners.

We offer more time off for new parents: In January 2017, we introduced our new parental leave policy so moms and dads have more paid time off and flexibility with a new child. We developed the new policy based on feedback from employees throughout Stryker, including Stryker’s Women’s Network (SWN). The parental leave policy gives new parents four weeks of paid leave in addition to our short-term disability leave, family medical leave and/or state provided benefits. This new policy is market-leading in the medtech industry. Employees can take this leave in one-week increments within the first year after a child joins their family, either by birth or adoption. If both parents work at Stryker, each parent is eligible for four weeks of paid parental leave.

Employees bring smiles to kids in need: We partner with Operation Smile, an international medical charity that provides free surgeries for people suffering from facial deformities such as cleft lip, cleft palate and other medical conditions. Our volunteer program allows employees to serve as non-medical volunteers during an Operation Smile mission trip. During a 7- to 15-day trip, depending on the mission and the need, employees step in wherever Operation Smile needs a helping hand. From screening hundreds of patients and comforting them before and after surgery, to organizing medical records and taking before and after photographs, employees have unlimited opportunities to make a difference during one of these missions.

Our 401 (k) plan exceeds market practice: Our 401(k) plan matches $0.50 for every dollar contributed by an employee, up to 8 percent of their eligible wages. We also have made a discretionary contribution to the 401(k) plan for the past 28 years. Employees who work a minimum of 1,000 hours and are employed on the last day of the previous year receive 7 percent of their salary and bonus into their 401(k) account regardless of whether they participate in the plan. This 7 percent, plus the employees’ own deferral, means that if employees defer 8 percent, the company will contribute an additional 11 percent. Our sales representatives receive a match equal to $0.50 for every dollar for up to 6 percent of their eligible wages, with no discretionary contribution.

We help employees discover their talents: We believe in discovering what makes people tick, then building on it. Our talent-based hiring and development practices ensure that our employees are able to do what they do best every day. Many new employees take an online StrengthsFinder™ survey, which reveals strengths across 34 themes of talent, based on instinctual, top-of-mind responses that are not likely to change over time. Employees may work with a certified strengths coach, who walks them through their results to help them understand and learn how to make the best use of their strengths, as well as enhance their performance and peer relationships. The coaches also work with managers to understand their team’s StrengthsFinder reports so they can better manage and coach them individually and as a group.

We measure employee engagement annually … and act on it: We’ve used our annual company-wide employee engagement survey for more than 10 years—and as long as 20+ years in some of our businesses—to uncover important issues affecting our work environment. During the survey process, employees share feedback anonymously by answering questions on a five-point scale. Following the survey, managers receive scorecards for their teams and use them to discuss and create action plans. Teams walk through the engagement data, discussing areas where they are doing well and those that could use improvement. Working with their teammates, employees create action plans that are specific to their teams’ needs and focus on the areas of engagement they want to tackle together. They then work on implementing these action plans throughout the year.

Our employee resource groups foster diversity and inclusion in the workplace: Our employee resource groups provide a means for employees to network, exchange views about managing common business challenges, and continue their professional growth and development. They align with our business objectives to drive a great workplace for all by embracing diverse perspectives, approaches and backgrounds and by energizing employee engagement by mirroring our communities and customers. Two of our most influential ERGs are Stryker’s Women’s Network (SWN) and Stryker’s Allies for Equality (SAFE). SWN improves Stryker’s results by fostering the development and retention of talented women. SAFE fosters a more inclusive workplace for our employees, regardless of sexual orientation, gender identity or expression. We also have ERGs for women in engineering, young professionals and African Americans.

COMPENSATION BY THE NUMBERS

72% Company-paid health coverage for employees (for all full-time employees enrolled in the employee-only UHC Choice PPO plans. We cover a greater percentage if they enrolled in the alternate PPO plan or UHC HSA plans.)

74% Company-paid health coverage for dependents (for all full-time employees enrolled in the family UHC Choice PPO plans. We cover a greater percentage if only one dependent is enrolled, if they choose the alternate PPO plan or if they choose the HSA plans.)

Leadership Diversity

Workforce Diversity

DEMOGRAPHICS

How to Get Hired

We asked Stryker Corporation for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

We are looking for results-driven people who want to make a difference in the world. Stryker may be right for you if you are motivated by:

• Opportunity: We care as much about what you can do as what you have done, helping you to discover, apply and develop your strengths and talents. We offer dynamic career opportunities that allow you to realize new experiences without changing employers.

We aim to match the right person to the right role, and we are committed to employee engagement. We seek to build teams with diverse viewpoints, and our employees own and are fully involved in their work environment.

What can prospective employees do to get your attention?

We encourage candidates to be themselves. When we interview, we look for individuals who want to work on a high-achieving team and can demonstrate their strong work ethic. They also should be caring people who have the ability to develop strong relationships with their teammates and our customers. People who are successful here are talented, humble, hardworking, results-oriented and driven to succeed. They fully embrace our mission and values. They go out of their way to help each other. They have a strong work ethic and are passionate about achieving goals. Integrity is a core value, and they are honest and ethical in all they do. If a candidate can show us evidence of these characteristics, then we would love to hear from them!

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We are always searching for top talent that aligns with our core principles—individuals who have demonstrated top levels of performance, accountability, and integrity. We are currently seeking talented and qualified candidates for roles in sales, engineering, finance, operations, quality, IT and many other areas. For a complete list of our open positions, visit our careers site at http://careers.stryker.com. Join our talent network to enhance your job search and application process.

What should interested candidates do to find out more and get started?

The best way to find out more about us or apply is to visit our careers site and search our job openings. You can search for jobs by location and/or function, as well as keywords such as title or requisition number. When you find a position you’d like to apply for, just click Apply Now. We invite you to apply to any position that interests you. You will receive an automatic message that confirms we have received your application.
Joining our Talent Network will enhance your job search and application process. By joining our Talent Network, you can create a profile and receive updates and new job postings. You can join our Talent Network by visiting our careers site. In addition, you can follow us on LinkedIn, Facebook and Twitter.

hiring Outlook

5,500 Forecasted positions to fill in coming year

22% Job Growth

83 Average applicants per opening

319,909 Total job applicants

22% New hires by employee referrals

27% Openings filled by current employees

446 Recent graduates hired

8% Voluntary turnover for full-time employees

9% Voluntary turnover for part-time employees

* All figures refer to 12-month period prior to reporting, unless otherwise noted.